Diversity and Inclusion
A raft of research shows that parents in the workplace accomplish more and make better leaders. They are more likely to trust their instincts, be strategic with time, multitask efficiently, cope with stress and negotiate. They have the potential to be rockstars. Unfortunately, the stage is not set up for them and it’s only getting worse. This is why they need you to help support them through their leave and beyond.
So, how can you cover the bases before they leave?
Here’s a four-point checklist… With a few checklists nested inside.
⚠️ Beware ⚠️ In the last 5 years, the number of women who would be worried to tell their boss they are expecting a child has nearly doubled from 12% to 21%.
Be mindful of this in the Celebration & Reassurance meeting and ask if they’d like you to take over breaking the news to anyone.
This tip helps you and the parent see the safety net that the organization can offer. Running scenarios means to sit down and discuss “what if’s and related actions or contingency plans.
Run core scenarios in your transition plan meeting, but also use them to assuage specific concerns whenever they come up.
The three-meeting model means every parent receives a structured dose of core support. Yet, experiences vary!
Explain that communication is open-door. To help both of you, discuss the best way to get in touch ad-hoc and the expected time frame for your reply.
💡 Make it clear the expecting parent can bring a buddy. This extra set of ears can offer a supporting view, absorb all the information or just be there as designated hand squeezer – sometimes that’s what you need most.
Really help the expecting parent feel comforted and connected to the organization by matching them with someone that’s been there, done that and got the t-shirt.
The UK’s NHS does this with new patients: they match them with someone who’s been through a specific treatment or live with a condition.
This “Coffee Roulette for Parents” trick ties together networking and support and costs you only a few minutes a month.
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The bottom line?
Supporting expecting parents before their child’s arrival is about getting communication, planning and anxiety management right.
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Have anything else to add? We’re always keen to hear your feedback! Drop your comments, suggestions, or whatever else you’d like to talk about here.
Having previously led Learning and Development for 3,000 people at Europe’s leading venture builder, Blenheim Chalcot, Fiona knows a thing or two about how to build high performance culture. As Content Director at Hive Learning, Fiona pioneered the organisation's leading guided content programmes which are designed to turn learning into action. Most recently, Fiona led the inception, development and delivery of Inclusion Works by Hive Learning - the world’s first diversity and inclusion programme focused on turning unconscious bias into conscious action - created from over 1,000 leading sources.
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